Today, I signed out a policy providing additional guidance on how raters should evaluate blocks 34 and 35 on officer fitness reports, blocks 35 and 37 on chief petty officer evaluations and blocks 35 and 36 on enlisted evaluations. This guidance specifically addresses how those writing fitness reports and evaluations should evaluate officer, chief and enlisted contributions to command or organizational climate/equal opportunity and professional, as well as military bearing/character on fitness reports and evaluations.

No changes were made to the actual fitness report and evaluation forms.

Policy signed by Chief of Naval Personnel Vice Adm. Bill Moran provides additional guidance on how raters should evaluate how Sailors have cultivated or maintained a positive command climate free from sexual harassment, sexual assault, hazing, discrimination of any kind and other inappropriate conduct.

Before you react with, “Why do I care?” or “What’s the big deal?” let me explain why we are making this change, and how it fits into our larger effort on command climate.

Everything we say and do has an effect on those around us.

Every commander, officer and Sailor is accountable for the contributions they make to the command climate and overall working environment.

This new guidance will reinforce to raters how Sailors should be evaluated in the performance areas, specifically how they impact command or organizational climate, equal opportunity, and military bearing and character.

Under this new guidance, to achieve high marks in these blocks, Sailors must demonstrate how they have cultivated or maintained a positive command climate.

These blocks will be used to show how each Sailor reinforces a climate free from sexual harassment, sexual assault, hazing, discrimination of any kind, and other inappropriate conduct.

It is the responsibility of commanding officers to provide our people a responsible, professional and safe environment in which to work and live, and it’s the job of every Sailor to do their part.

Whether it’s a petty officer third class who leads the command’s Coalition of Sailors Against Destructive Decisions chapter, a chief petty officer who professionally gives command sexual assault prevention and response training, or a commanding officer who works particularly hard to understand the “goods and bads” of their command climate before developing an inclusive plan to address problems, the guidance that we released today better explains how the people writing their evaluations should capture this good work.

this is the next logical step under accountability, as we seek to convey that ultimate responsibility lies with our frontline leaders for creating a command climate that reinforces mutual respect and team building.

Additionally, these changes are synchronized with the command climate survey direction we provided to commanding officers and immediate superiors in command in the sexual assault prevention and response program initiatives NAVADMIN just last month.

It is important that all of us understand the role and “all hands ownership” that we have in fostering a command climate of dignity and respect.

Our Navy Ethos states that integrity is the foundation of our conduct. Respect for others is fundamental to our character; decisive leadership is crucial to our success. We all play a part in maintaining and improving a positive command climate.

Thanks for your time and attention. I look forward to seeing you in the fleet and reading your comments below and on social media.

Additional information and resources to combat sexual assault are available at http://www.sapr.navy.mil. Sexual assault affects Navy readiness, and the Navy is committed to preventing sexual assault. Join the Navy’s conversation about sexual assault on social media and help raise awareness by using #NavySAPR.

What do you think about this policy guidance? Let us know by commenting below.

I think the initiative is great but the system will now call for greater control and accountability. We will now have more personnel trying to have the title of Victim Advocate for higher markings on their evaluations. I think the efforts of the 21st Century Sailor program are coming together but lack actual Sailor input. I also believe that the training needs revamping as a whole. How does the Navy create SAPR training plans and guidance without input from those on the deck plates? With the majority of SARCs being civilians but consistent training targeted to military, what realistic approaches are being taken to ensure the best, most appropriate training that curtails to those affected/accused of the crime? I have been in this program for over 6 years, holding all positions from SAPR VA, SAPR POC, Liaison, and DCC. I am the highest certified active duty Sailor in CNIC, with only civilian SARCs matching the level I have obtained, yet since I’m not in khaki, I have no voice. There are many of us who’s experience and time volunteering with this program can offer massive improvements but there is no way for us to be heard. We are told to email the DON SAPRO email address but, those of us who are realistic, know that if we don’t have a Star, we can’t be heard. The Navy is the one of 3 services without any active duty assistance to the SARC, except on a Command level and maybe a change of structure would help the program. I am not saying to remove the civilian SARCs as many are well trained in this job but then again, what are the requirements for being a SARC? A degree in behavioral health does not prepare one for Active Duty Sailors and a sexual assault? Has the Navy looked at possibly creating an Active Duty SARC position or Assistant SARC to help support? Finally, with the new NAVADMIN requiring an 0-4 to serve as SAPR Liaison at Major Commands, how does this rectify the program? Many victim advocates are enlisted with a few junior Officers. Are we forcing those who have no interest in the program to care about the program and the victim? There is a multitude of Sailors who care about this program and want to see it improve and sexual assault eliminated in our ranks but with the guidelines in place, we remain a small spec in the program when other services, who’s numbers are substantially lower, offer the opportunity for their Active Duty to support the program at a higher magnitude than victim advocate?

https://navylive.dodlive.mil/ United States Navy

Thank you for your efforts and support at the deck plate in
preventing sexual assault and responding to victims when incidents are
reported. As we continue to implement Sexual Assault Prevention and Response program initiatives across Navy, your dedication will become increasingly more critical to their success.

We share your concern that Sailors need to have a voice and input into the solutions to sexual assault in our Navy. SAPR is an extremely dynamic and fast moving program that incorporates input from many sources including congressional mandates, Department of Defense direction, Navy
leadership, and the Fleet. Sailors’ inputs contributed significantly to the
design of the interactive SAPR training series for leaders, the Fleet and future
Sailors. Naval Education Training Command’s Center for Professional and
Personal Development incorporated feedback from all the Navy’s major stakeholder organizations as well as consulted with civilian educational and subject matter experts in the development of the SAPR training continuum in 2012.

In fact, valuable feedback and suggestions from members of the Coalition of Sailors Against Destructive Decisions chapters are routinely considered as we work to enhance many of our 21st Century Sailor Office’s programs. Navy leadership has solicited CSADD chapter ideas and perspective on addressing numerous issues and concerns our Sailors confront daily, including sexual assault.

While the majority of Navy sexual assault response coordinators
are civilian employees, assisting Sailors and their family members is our SAPR
program’s main target. Civilian SARCs provide consistency and continuity to the
SAPR program, which would be difficult to maintain with current deployment
cycles. Currently, there are also eight active duty SARC billets for E-7 and above personnel in select locations. These uniformed SARCs are specially trained
to support victims of sexual assault on remote or isolated installations where
local services are not readily available.

Effective Oct. 1, 2013, all Navy SARCs must be credentialed through the Defense Sexual Assault Advocate Certification Program prior to assisting victims. They will also be required to possess a four-year degree in behavioral health or social
science and three years of experience in the behavioral health or social
science field. Once hired, SARCs undergo specialized training on the Navy (e.g., structure, culture and mission), military personnel, the SAPR program’s policy and procedures, the Family Advocacy Program, and community support/outreach programs.

Implementation of the SAPR officer position for members in pay grades O-4 and above will not replace the SARCs or their functions. This initiative will designate officers with specialized training in the SAPR field to serve as administrative and operational program leads for commanders.

Feedback such as yours helps us in our ongoing efforts to improve the overall effectiveness of our SAPR program. Your comments speak volumes of your passion and dedication to ensuring the program is fully operational and highly effective. Thanks for all you do in taking care of our Shipmates!

Rear Adm. Sean Buck, director 21st Century Sailor Office

https://navylive.dodlive.mil/ United States Navy

Tommy,

Thank you for your efforts and support at the deck plate in preventing sexual assault and responding to victims when incidents are reported. As we continue to implement Sexual Assault Prevention and Response program initiatives across Navy, your dedication will become increasingly more critical to their success.

We share your concern that Sailors need to have a voice and input into the solutions to sexual assault in our Navy. SAPR is an extremely dynamic and fast moving program that incorporates input from many sources including congressional mandates, Department of Defense direction, Navy leadership, and the Fleet. Sailors’ inputs contributed significantly to the design of the interactive SAPR training series for leaders, the Fleet and future Sailors. Naval Education Training Command’s Center for Professional and Personal Development incorporated feedback from all the Navy’s major stakeholder organizations as well as consulted with civilian educational and subject matter experts in the development of the SAPR training continuum in 2012.

In fact, valuable feedback and suggestions from members of the Coalition of Sailors Against Destructive Decisions chapters are routinely considered as we work to enhance many of our 21st Century Sailor Office’s programs. Navy leadership has solicited CSADD chapter ideas and perspective on addressing numerous issues and concerns our Sailors confront daily, including sexual assault.

While the majority of Navy sexual assault response coordinators are civilian employees, assisting Sailors and their family members is our SAPR program’s main target. Civilian SARCs provide consistency and continuity to the SAPR program, which would be difficult to maintain with current deployment cycles. Currently, there are also eight active duty SARC billets for E-7 and above personnel in select locations. These uniformed SARCs are specially trained to support victims of sexual assault on remote or isolated installations where local services are not readily available.

Effective Oct. 1, 2013, all Navy SARCs must be credentialed through the Defense Sexual Assault Advocate Certification Program prior to assisting victims. They will also be required to possess a four-year degree in behavioral health or social science and three years of experience in the behavioral health or social science field. Once hired, SARCs undergo specialized training on the Navy (e.g., structure, culture and mission), military personnel, the SAPR program’s policy and procedures, the Family Advocacy Program, and community support/outreach programs.

Implementation of the SAPR officer position for members in pay grades O-4 and above will not replace the SARCs or their functions. This initiative will designate officers with specialized training in the SAPR field to serve as administrative and operational program leads for commanders.

Feedback such as yours helps us in our ongoing efforts to improve the overall effectiveness of our SAPR program. Your comments speak volumes of your passion and dedication to ensuring the program is fully operational and highly effective. Thanks for all you do in taking care of our Shipmates!